FMLA repurcussions

[kfields004]

What is the name of your state (only U.S. law)? MI

I recently took an FMLA from work for serious illness. The illness was mental, stemming from an incident of sexual assault I faced at a work-related sales meeting. I did not report the incident to the police or to my company, as the assailant was a direct superior of mine. This person has since left the company. The effects of the event led to a decline in my performance and I finally took the leave to get help. There is only one co-worker of mine who know about the incident, as I had asked her for some help when it happened. While I was out on leave, this coworker was approached by HR and "Employee Relations" and was told by my manager that she had to tell them what she knew. So she did. Now that I am back, Employee Relations has contacted me and wants to know the details of the events. I am quite hesitant, as I do not understand their purpose for wanting to know. Do I have to tell them the details? What am I facing if I do? Is there some way that they can turn this around and use it against me? Any help or advice would be much appreciated. Thank you.What is the name of your state (only U.S. law)?

[ecmst12]

Maybe they want to help. This is not a "repercussion". Now you SHOULD have reported the problem when it was still going on before you had a breakdown from it. Then they might have ACTUALLY been able to help and in fact would have been legally obligated to make the behavior stop. I see no harm in telling them about it now though. Perhaps they want to make sure nothing like it happens in the future.